Screening process for Content Writer Profile

Step1: Creating a detailed job description and job title that will clearly state the job
responsibility. This should include the following points
 Desired technical writer skills
 Specific technical writing experience
 Culture fit
 Preferred authoring tools
 Upcoming project requirements
During this process a basic set of guidelines should be provided to the applicants. This
may include like proper Subject line (in case of email communication), providing
updated resumes/CV, and information about their work and write ups, amount of time an
applicant to devote etc.
This descriptive information can be posted on the various job portals and interested
applicants can apply

Step2: Document Review of the Applicants

The document /applicants screening is performed by reviewing the details of the
applicants.
Suitability of candidature for the applicants will be decided by HRs based on the
applicant’s details

At this stage, screening process will begin as follows:

A) Ignoring those who didn’t follow application instructions: Content writer
usually required a high attention to detail, and inability to follow basic instruction
is a red flag for their candidature
B) Ignoring those with typos in their application, email, resume or Cover
Letter: These kinds of things cannot be ignored for the profile of Content writer.
Hence, they should be filtered out for the profile
 C) In case, the company has got less no of participant in their application process,
HRs can provide a second chance to these candidates by communicating mistakes
in their applicants

Step 3: Screening out of their application, email, resume or Cover letter should take
place for authenticity of content. Plagiarism test can be carried on random articles
submitted by them. This will provide insight into an applicant’s writing ability. Those
candidates who don’t meet quality standards can be removed

Step 4: Personality/ Attitude Assessment

Persons who have passed the document screening as in Step1 to Step 3 are subject to
personality test. It can be conducted by HR on telephone. It will evaluate the overall
character and his interest in taking up the role. The tone and personality of the applicant
will be judged during the telephonic interview. Applicant experience in the field of s
content writer will be taken into account

Personality/Attitude Score: 10%

Experience Score: 10% for experienced candidates. Relaxed for non-experience

Step 5: Interview with Team via Skype, hangout or zoom call

A interview meeting will be scheduled with the applicants. During the course of the
interview following points will be accessed about the candidate:
 Subject Matter Expertise- Whether he has prior experience in the subject in
discussion?
 Writing Matter Ability – Writing Matter precision? Is his piece enjoyable to read?
 Attention to details - How much he researches on his subject before writing? How
he is drawing data points in his article?
 Task Performance Ability – A small task can be provided to the candidate and
candidate can be accessed on the basic task performance. Set a deadline. Check
for authenticity.
 Each of the component will be giving a 10% weightage in the screening process

Two important points to check for the profile as follow:

 Social Reach: Candidates should be having a social reach. This is a add on to a

candidate profile
 Blogging Activity: If a candidate is involved in blogging activity, data statistics
can be gathered to assess a candidate. These are add-on activities in the screening
process

Each of the component will be giving a 10% weightage in the screening process

Step 6: Medical examination reports (Candidate should be of sound mind to work for the
organization) Social activity screening (Candidate should be not involved in any illegal
activities and should be legally permitted to work in country)
Step 7: Score calculation Matrix (This is only for those who cleared Step1, Step2, Step3)

Criteria to be Judged Percentage of marks Comments

Personality/Attitude Score
Experience
Subject Matter Expertise
Writing Matter Ability
Attention to details
Task Performance Ability
Telephonic Interview Test
Interview-Meeting Performance
Social Reach
Blogging Activity
10% This is applicable to all candidates
10% (for This is relaxed for non-experienced unless
experienced) and until JD specifically requires
10% Applicable for all candidates
10% Applicable for all candidates
10% Applicable for all candidates
10% Applicable for all candidates
10% Applicable for all candidates
10% Applicable for all candidates
5% Not applicable for all candidates who does
not have a social reach. This is an extra
feature in the profile of candidate for
preference
5% Not applicable for all candidates who does
not have a social reach. This is an extra
 feature in the profile for candidate for
preference
Medical Examination* Not applicable Offer stands revoked if of unsound mind
Social Activity Screening* Not applicable Offer stands revoked if involved in illegal
activities

*These two forms the rest of 10% selection process criteria. If anyone has no issue in
medical examination and social activity screening a full score of 10% should be awarded.
This is a part of background verification process before actual offer letter is issued by the
company.